Case Study: Problem of Employee Engagement in Spantech

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

Recruitment agency: benefits of recruiting through an agency are, the agency work with the company’s requirements/specifications to filter candidates for interview process, the agency can be involved at interview stages. More time efficient and effective than a manager searching through a number of applicants and CVs.

The following research paper describes in detail the relevance of employee engagement to a healthcare provider. Engagement of employees is often an overlooked area of focus as hospitals look for ways to improve processes and reduce operating expenses. Healthcare is somewhat unique in that cost to the customer is not the main economic force driving patients to the various hospitals or healthcare providers. The focus of the following is to examine the importance of employee engagement hospital wide. There are factors that lead a prospective patient to choose one healthcare provider over another, assuming choices exist. When discussing engagement, emotions can play a

External sourcing of applicants means the process of sourcing employees form outside the organisation. Recruiting new employee, whether it is being done directly or through an agency, takes a long time and can require a lot of money. This is because time is needed to outline the vacancy and the type of person required, for the advertising and then the selection, process itself. In addition, if an applicant is ready working for another organisation, they will have to work their notice. The amount of notice required will depend on the

Recruitment agencies: provides employers with details of suitable candidates for a vacancy. They work for a fee and often specialise in particular employment areas.

Human resource management demonstrated over time to be more than just the paperwork side of an organization, but a difficult position that needed a specific set of skills to provide success for both the organization and its employees. One of the most important roles and first task of the human resource department is handling the recruitment of employees. An organization will not be able to function without employees, but it is key for the HR department to find the person with the particular

Agencies are often used to employ temporary staff. A benefit of using employment agencies is that they are able to recruit people quickly as they already have many people looking for work on their books and they can sift out suitable applicants with the necessary qualifications or experience easily without the organisation having to look through many CV’s or application forms.

According to Millmore, employment agencies pool job applicants together and cross-reference them with job openings in their respective fields (Millmore, 2003). Moreover, the agency does the recruiting for the organization, allowing the organization to skip the whole process of hiring or training recruitment teams, paying to attend job fairs and publishing ads. Furthermore, the risk of non-performance by Tracy and her recruitment team will be removed. Thus, employment agency can save Permalco the hassle that’s involved with the initial screening of outside resumes, assessing qualifications and testing, and checking references (Tsui, 2009).. Additionally, employment agencies provide their services for a fee, often specializing in certain employment

Researches, assesses and introduces new and/or improved methodologies for attracting, assessing and selecting the best talent. Drive continuous improvement around Talent Acquisition related technology to deliver optimal recruitment support. Consult on technology decisions in partnership with HRIS team and vendors where needed.

As Gallup measured in their research that there is still an overwhelming number of disengaged individuals in the workplace, which has cost the organizations in the United States at an enormous amount of about 300 billion dollars annually (Gallup Consulting, 2006). Certain programs are initiated in different workplace to embed employee engagement. Personally, apart from the traditional motivational factors of financial and non-financial incentives to increase employee morale and active participation within the goals of the organization; it would even be more remarkable to come up with innovative practices that would be unique to the organization and meet the demands of the business.

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Searching for, and obtaining, potential job candidates in sufficient numbers and quality, and at the right cost, for the organisation to select the most appropriate people to fill its jobs. Selection is the process of gathering information for the purposes of evaluating and deciding who should be hired, under legal guidelines, for the short and long term interests of the individual and the organisation. Recruitment refers to the process of attracting,

Better goods, services, technology, and tactics are several things that make one business more successful than the other. In addition, to have a competitive advantage, employee engagement is more essential than ever to the success of a business. Research has also shown that when it comes to employees, the ones who are engaged outperform considerably higher than employees not engaged. The individual correlation between the employee and their leader is important. Employee engagement is guided by the actions of their leader. The leader is responsible for creating an environment in which the employees remain engaged. There are five skills that are crucial for a good leader to possess to successfully increase engagement. They are building trust, mentoring, inclusion, alignment, and team development.

Hiring of Employees which are not suitable for the Job or less experienced employee as it was expected from the Project Manager or the team.

Human Resources Management have several recruiting options available to an organization to avoid some of the poor hiring decisions that can be considered and they are: an organization can use their current employees, referrals are always positive input, prior employees, veterans, faithful customers, advertisements

Engaging employees and keeping them motivated in their job is important for an organization. Engaged and disengaged employees perform differently from each other. Shuck and Wollard (2013) stated that engaged employees are 18% more productive, 12% more profitable, 12% better at engaging customers, 62% less likely to be involved in a workplace accident, and 27% less prone to absenteeism (as cited in Fleming & Asplund, 2007, p. 169). Additionally, engaged employees are 87% less likely to leave an organization than disengaged employees (Corporate Leadership Council, 2004). Supervisors can play a role in helping employees feel more engaged; therefore leading to less turnover and more productive employees within the organization. There are many theories that have been produced about employee engagement and motivation. Frederick Herzberg produced a theory in 1968 called Motivation – Hygiene Theory. This theory, along with a few others, marked a change in how employee motivation was viewed. This theory will be examined and discussed in terms of social service employees’ engagement and what role supervision plays.